Type of Project
Lumen’s Construction New Employee Orientation
Lumen’s, Construction, New, Employee, Orientation
Based on the topic you chose for training, please conduct a literature review to support your training program. The literature review should be written in APA format, including a properly formatted title page, abstract, and reference page (not Works Cited or Bibliography).
The literature review must be a minimum of 8 full pages, excluding the title page, abstract, and references pages, and must include at least 10 scholarly references. Textbooks do not count towards the number of references. The Bible must be used as 1 of the references; however, the Bible will only count as 1 source, no matter how many verses are used.
The remaining 9 references must be scholarly articles from peer-reviewed journals, published within the past 5 years. References may not include websites, blogs, newspapers, magazines, books, textbooks, or conference proceedings. Remember, a literature review is a review of the current literature on a particular topic. The goal is not to solve a problem, so there should not be a research question.
There are many factors that are needed to be addressed while focusing on new employee orientation such as: OJT (on the job training), JIT (job instruction training) and rotation. When considering employment there are many factors that Human Resources should apply in order to create a successful workplace that applies knowledge and teamwork.
To meet those requirements the managers, have to ensure that they distribute the necessary training with the right instructions administrated to give the employees the potentiality in order for them to produce a prosperous workplace.
First the employees should take an assessment test about the primary tools and the workplace dynamics and educate them about teamwork. Depending on those results the managers should be able to run things effectively and make sure that the teams can synced while bringing advantages to their environment.
The company could concentrate on the internal and external contents by displaying a program that would instruct the employees how to react and also benefit the company by introducing new technologies and information.
For example, the job instruction training (JIT), There is a program that helps the trainer prepare the worker, present the task and allow practice time and follow up. The preparation is an important step because they could be ahead of what needs to be done. The need of a program could promote continuous improvement.
As a construction company, the instructions should be taken seriously, and a stricter approach would need to be applied such as pedagogical and andragogical in other to ensure that both the information is both received and applied. This paper will concentrate on the measures that needed to be taken to ensure a productive workplace, a safe environment physically and morally and a brief idea on how further instructions would be delivered.
To fully accomplish the program successfully into Lumen’s construction is to ensure that a design plan is put in place which will project the wishes and needs from the managers or trainers directly, visually to the employees which will have a clear vision on how things should run and executed.
The design phase also selecting and developing the content of the program meaning choosing the most appropriate setting for the program, the techniques to stimulate learning, role play and the materials to be used in delivering the program.
It is crucial to evaluate the program on the basis of the work and employee’s ability to perform and to follow through a system that work to facilitate fluidity and efficiency. Once an organization has made a decision to design its own training program a trainer must provide the contents to be covered; the sequencing of activities; timing and planning of each activity; number and type of evaluation items to be used; selection of the method to be used.
The next steps would be a sort of liaison to implementing the best tactics to encourage the new hires to be successful at their jobs. The best way is to give them a complete idea of the company they about to work for, with a well detailed background that contains the history of the company, on what substances and purposes was it founded and what are the future goals which will help grow the organization.
Furthermore, by establishing a connection and by accentuating on the values that the company was built it motivates them to be better at their jobs and it initiate a sort of belongings which will allow them to grow while acknowledging rules and values.
Next step is preparing the materials and providing the information in order to ensure a safe and comfortable environment for the employees first by making sure that their basics needs are meet, a quick coffee break, distributing snacks.
New employee orientations serve many purposes and have many meanings from both an organizational and an employee perspective. Researchers have found that successful new employee orientation programs help new employees become familiar with their organizational environment and help them understand their responsibilities (Hirsch 2019).
Lumen’s construction orientation will require a limit of three days in order to provide the necessary instructions and to be strict about the safety which will be named “Safety personal employee” which will be an indicator in case there are no present managers at a critical time and that all hires and employees should be able to perform accordingly and be able to follow the guide whether it is for helping a co-worker or self-inflicted.
For day one, there will be three managers on site to conduct a thorough information which will start at 8:30 am and the meeting will first be in a room that could provide them with a quick coffee, breakfast and water. After two hours of getting to know each other, biting and exchanging words the managers could proceed to go on site to show the different work and do a tour that could be very instructive for them to at least have an idea of the type of work they would be doing.
I personally think moving around is more effective for learning than being stuck in a room for several hours. Around 11 am they could return to the room and they will be distributing papers. with safety guidelines, checklist, rules and other things that create value to the firm.
The managers should have enough time to explain to them how they could access information on the system online and also the deadline to fulfill the requirement and safety guidelines. Between 12:30 to 1pm the hires could take a little dinner break and also converse with each other.
It is important to know that creating a safe and more lenient environment could create a more advantage workplace because they need to feel appreciated and respected as well. Around 2 the hires will be giving a few assignments and be regrouped in order to ensure that they have successfully learned and observed enough to answer questions and a brief summary of the latest points touched.
The second day of training will concentrate on making sure that the assimilation was completed, and the instructor is going to concentrate on doing some quick practices with the hires. The journey will start at 7:30 for a quick breakfast and coffee and they will move on quick to the room to present some PowerPoints and video to instruct them deeply on the things to be considered while working at the organization.
Shortly after participants will be divided into different groups based on the department they were hired and about 9am represent of this department in question. During this time, the instructor will concentrate on a deeper level with the hires which would educate them about the structure of the organization in helping them recognizing their role in the company and it will be helpful for them to know the department they will be working at and the tasks they will be confined.
Furthermore, going through this each hire from their respective department would be able to have an idea of their work and the field they will have to work on and being introduced to their future co-workers. Moreover, the second day and last day are repetitive actions of the first day with a more precise instructions and more information’s are shared.
The last day is usually important and fundamental to the orientation because there will be specialists, direct representants and HR associates that would be assisting with any questions about the company benefits and insurance coverage. The safety and the health of the hires should be mentioned in a full package citing a wellness program, life and disability coverage and an employee assistance program (EAP).
Between the hours of 3:45 pm to 5pm the new hires should ensure that they have all the information’s necessary to start working and by the end of the meeting they need to meet with the managers and instructors to set up the payroll to avoid any delay in payment. Participants will require to review all checklists and making sure they have all the primary information.
While closing they will be encouraged to ask questions in fields, they have uncertainty, and this will help them feel confident and knowledgeable. Finally, the lesson plan should give a list of all the necessary information’s required to complete the tasks and the lesson plan will not only benefit the new hires but also managers which will help them sync in their work.
The next step in the training process is to select the appropriate training (DeSimone & Werner 2012). A virtual learning could be very beneficial for the learning of the new hires, especially in the construction site the new hires will need to accumulate all the information possible and the best way for learning to be efficient and adequate at the same time is to use a visual program such as YouTube
that could present numerous speakers that have been spoken on the company values and also a master that could been given guidelines on how to best use the products and materials without confronting major risks. One way of classifying training is by the degree of activity expected or required of trainees (DeSimone & Werner 2012).
The media training is essential in a HR development program because it enables skills and learning growth. Despite the display of visual presentation, the managers and instructors still need to be present so they can be available for additional information’s.
Technologies are a must while working the field of construction, the world is constantly evolving and the work needs to be at the same rhythm so the introduction of popular technologies help the new hires accommodate and could benefit the company and them when the materials are learned and processed the right way.
The human resource audit is a very important take in evaluating the effectiveness of the program of the HR function. The evaluation process is very important because the company are able to test their materials and avoid any technical work or surprises that could have serious consequences, could give a clear prospective by defining the process (Cameron 2019).
There are many expected reactions to the evaluation process, first one is to have insights from the training and how are his /her perceptions of the training program, while the second phase is to set up on the objectives that could focus on the growth of the company.
The reason why it is important to gain insights from the trainee and to pursue objectives are to ensure that the program is actually working or if the new hires could accomplish the standard that was required in the first.
The evaluation process allows to make assumptions about the employee and the knowledge gained allowed them to settle into the organization so that HR can determine if the training is something that can be transferred to the job (Werner & DeSimone, 2012). The program is to acquire enough information that could bring changes and progress within the information and also get the best results.
A company like Lumen’s construction required the best employees in the terms of effectiveness within the organization. By that, it means having the appropriate materials to meet the process of training and to be followed by success.
The new orientation is a way to motivate the trainees and to make them feel comfortable by stating from their first day that they matter to the organization and that they are well protected and secured. When the training is well mastered and qualified it enables skills and knowledge.
Cameron, Steffani. “HR Evaluation Methods.” Bizfluent, 8 Aug. 2019, bizfluent.com/list-6742834-hr-evaluation-methods.html.
Hirsch, Arlene S. “Don’t Underestimate the Importance of Good Onboarding.” SHRM, SHRM, 16 Aug. 2019, www.shrm.org/resourcesandtools/hr-topics/talent-acquisition/pages/dont-underestimate-the-importance-of-effective-onboarding.aspx.
DeSimone, Randy L., and Jon M. Werner. Human Resource Development. South-Western/Cengage Learning, 2012.
The context and relevance of the issue, as well as a clear description of the study aim, are presented. The history of searches is discussed.
The context and relevance of the issue, as well as a clear description of the study aim, are presented. The history of searches is discussed.
With titles for each slide as well as bulleted sections to group relevant information as required, the content is well-organized. Excellent use of typeface, color, images, effects, and so on to improve readability and presenting content. The minimum length criterion of 10 slides/pages is reached.
More depth/information is required for the context and importance, otherwise the study detail will be unclear. There is no search history information supplied.
There is a review of important theoretical literature, however there is limited integration of research into problem-related ideas. The review is just partly focused and arranged. There is research that both supports and opposes. A summary of the material given is provided. The conclusion may or may not include a biblical integration.
The content is somewhat ordered, but there is no discernible organization. The use of typeface, color, graphics, effects, and so on may sometimes distract from the presenting substance. It is possible that the length criteria will not be reached.
The context and/or importance are lacking. There is no search history information supplied.
There has been an examination of relevant theoretical literature, but still no research concerning problem-related concepts has been synthesized. The review is just somewhat focused and organized. The provided overview of content does not include any supporting or opposing research. The conclusion has no scriptural references.
There is no logical or apparent organizational structure. There is no discernible logical sequence. The use of typeface, color, graphics, effects, and so on often detracts from the presenting substance. It is possible that the length criteria will not be reached.